HomeMy WebLinkAbout2020_0303_CSC_PacketJeffrey Iida
Members:
Chair
Fely Faulkner
Elizabeth Hahn
Richard Jose
Vonnell Ramos
Beth Tokioka
Vice Chair
Ricky Watanabe
COUNTY OF KAUA'I CIVIL SERVICE COMMISSION
NOTICE OF MEETING AND AGENDA
Tuesday, March 3, 2020
3:00 p.m. Hawaii Standard Time or shortly thereafter
Mo`ikeha Building, Liquor Conference Room 3
4444 Rice Street, Lihu'e, HI 96766
CALL TO ORDER
ROLL CALL
APPROVAL OF MINUTES
A. Open Session Minutes of February 4, 2020
ACTING DIRECTOR'S REPORT
CSC 2020-08 Acting Director's Report for the February 2020 period.
A. Labor contracts and negotiations
B. Administrative Services and Benefits
C. Classification and Pay and Labor Relations
D. Recruitment and Exam
E. Payroll
F. Employee Development and Health Services
G. EEO ADA
BUSINESS
CSC 2020-09 Discussion on the plans and actions regarding audits performed for the
following (on -going):
A. Fiscal Year 2015-2016 Audit of County Hiring Practices
(Report No. 15-01)
B. Fiscal Year 2017-2018 Follow-up Audit of County Hiring
Practices (Report No. 18-01)
CSC 2020-10 Discussion and possible outline of job expectations for the Human
Resources Director (on -going).
A. Review sample evaluation.
B. Discussion on other related matters.
An Equal Opportunity Employer
EXECUTIVE SESSION
Pursuant to Hawaii Revised Statutes §§92-4, 92-5 (a) (2) (4), 92-9 (a) (1-4) and (b), 76-47 (e)
the purpose of this Executive Session is to receive and approve Executive Session minutes, to
consider the hire, evaluation, dismissal or discipline of an employee or officer of the County
where consideration of matters affecting privacy will be involved; and to consult with the
Commission's legal counsel on questions and issues pertaining to the Commission's and
County's powers, duties, privileges, immunities, and `or liabilities as they may relate to this item,
deliberate and take such action as appropriate.
ES-008 Executive Session Minutes of February 4, 2020
RETURN TO OPEN SESSION
Ratify the actions taken by the Civil Service Commission in executive session for the agenda
item: ES-008.
ANNOUNCEMENTS
Next Meeting: Tuesday, April 7, 2020 3:00 p.m., Mo'ikeha Building, Liquor Conference
Room 3.
ADJOURNMENT
NOTICE OF EXECUTIVE SESSION
Pursuant to Hawaii Revised Statutes §92-7 (a), the Commission may, when deemed necessary,
hold an executive session on any agenda item without written public notice if the executive
session was not anticipated in advance. Any such executive session shall be held pursuant to
HRS §92-4 and shall be limited to those items described in HRS §92-5(a).
cc: Deputy County Attorney Todd Jenson
PUBLIC COMMENTS and TESTIMONY
Persons wishing to offer comments are encouraged to submit written testimony at least 24-hours
prior to the meeting indicating:
1. Your name and if applicable, your position/title and organization you are representing;
2. The agenda item that you are providing comments on; and
3. Whether you will be testifying in person or submitting written comments only.
4. If you are unable to submit your testimony at least 24 hours prior to the meeting, please
provide 10 copies of your written testimony at the meeting clearly indicating the name of
the testifier; and
Civil Service Commission - March 3, 2020 Page � 2
While every effort will be made to copy, organize and collate all testimony received, materials
received on the day of the meeting or improperly identified may be distributed to the members
after the meeting is concluded.
The length of time allocated to persons wishing to present verbal testimony may be limited at the
discretion of the chairperson or presiding member.
Send written testimony to:
Civil Service Commission
Attn: Sandra Muragin
Office of Boards & Commissions
4444 Rice Street, Suite 150
Lihu`e, HI 96766
Email: smuragin@kauai.gov
Fax: 241-5127 Phone: 241-4919
SPECIAL ASSISTANCE
If you need an auxiliary aid/service, other accommodation due to a disability,
or an interpreter for non-English speaking persons, please contact the Office of Boards and
Commissions at (808) 241-4917 or asegreti «kauai.gov as soon as possible. Requests made as
early as possible will allow adequate time to fulfill your request. Upon request, this notice is
available in alternate formats such as large print, Braille, or electronic copy.
Civil Service Commission - March 3, 2020 Page j 3
COUNTY OF KAUAI
Minutes of Meeting
OPEN SESSION
DIRINITgiB�A�9�r��g4J
Board/Commission: 7CIVIL
SERVICE COMMISSION
Meeting Date:
I February 4, 2020
Location
Mo'ikeha Building, Liquor Conference Room 3
Start of Meeting: 3:00 p.m.
I End of Meeting: 3:31 p.m.
Present
Chair Jeffrey Iida. Vice Chair Vonnell Ramos. Commissioners: Fely Faulkner, Elizabeth Hahn, Richard Jose, Beth Tokioka and
Ricky Watanabe.
Deputy County Attorney Todd Jenson. Acting Director of Human Resources Janine Rapozo (left at 3: 07 p.m.). Office of Boards and
Commissions Staff. Administrator Ellen Ching and Commission Support Clerk Sandra Muragin.
Excused
Absent
SUBJECT
DISCUSSION
ACTION
Call To
Chair Iida called the meeting to
Order/Roll Call
order at 3:00 p.m. with seven
members present constituting a
quorum.
Approval of
A. Open Session Minutes of January 7, 2020
Ms. Tokioka moved to approve
Minutes
the Open Session minutes of
January 7, 2020, as circulated.
Vice Chair Ramos seconded the
motion. Motion carried 7:0.
Acting
CSC 2020-04 Acting Director's Reports for the January 2020 period.
Director's
A. Labor contracts and negotiations
Report
B. Administrative Services and Benefits
C. Classification and Pay and Labor Relations
D. Recruitment and Exam
E. Payroll
F. Employee Development and Health Services
G. EEO/ADA
Acting Director of Human Resources Janine Rapozo reviewed the January report with the
Civil Service Commission
Open Session
February 4, 2020
Page 2
SUBJECT
DISCUSSION
ACTION
Commission (on file). She shared that all labor contracts were completed and because the
contracts expired June 2019, there would be lump sum or retro payments to settle. Unit 4
and Unit 14 are pending arbitration awards and all units need final approval from the
Legislature for funding. There is a bill in the Legislature to split Unit 14 Ocean Safety
Officers and State Law Enforcement Sheriffs Division. If the bill passes Unit 15 would be
the Ocean Safety Officers and Unit 14 would be for the State Law Enforcement Sheriffs
Division. There is also another bill in the legislature to extend the required electronic
Employee Retirement System (ERS) to the state for another five years.
Ms. Rapozo said they secured and have a signed contract with BerryDunn who would
prepare an Request For Proposal (RFP) before the end of June.
Ms. Tokioka asked if the 26 short term under transactions were 89-day contracts and if that
number included new contracts or a carryover from last month. Ms. Rapozo explained there
were approximately 12-15, 89-day contracts included in that count. The count included 89-
day contract hires and 89-day contract terminations.
Ms. Janine Rapozo left the meeting room.
Pursuant to Hawaii Revised Statutes §§92-4 and 92-5 (a) (2) (4), 92-9 (a) (1-4) and (b), 76-
Administrator Ellen Ching read
47 (e) the purpose of this Executive Session is to receive and approve Executive Session
the Hawaii Revised Statutes to
minutes, to consider the hire, evaluation, dismissal or discipline of an employee or officer of
move the meeting into
the County where consideration of matters affecting privacy will be involved and to discuss
Executive Session.
the hiring of a new Director of Human Resources, and to consult with the Commission's
legal counsel on questions and issues pertaining to the Commission's and the County's
Ms. Tokioka moved to enter
powers, duties, privileges, immunities, and/or liabilities as they may relate to this agenda
into Executive Session. Ms.
item. (On -going)
Hahn seconded the motion.
Motion carried 7:0.
At 3:08 p.m. the Commission
entered into Executive Session.
Civil Service Commission
Open Session
February 4, 2020
SUBJECT
Return to Open
Session
Page 3
DISCUSSION
At 3:21 p.m. the Commissioners reconvened in Open Session.
Business CSC 2020-05 Update on the hiring process of the Director of Human Resources
(ongoing):
A. Coordination of protocol announcement procedures.
B. Discussion and decision making on the notification to all applicants.
C. Discussion on other related matters.
CSC 2020-05 was discussed in executive session and no further comments were required.
CSC 2020-06 Discussion on the plans and actions regarding audits performed for the
following (on -going):
A. Fiscal Year 2015-2016 Audit of County Hiring Practices (Report no. 15-01)
B. Fiscal Year 2017-2018 Follow-up Audit of County Hiring Practices (Report no. 18-
01)
ACTION
Ms. Hahn ratified the actions
taken in Executive Session for
agenda items: ES-005, ES-006,
and ES-007. Ms. Faulkner
seconded the motion. Motion
carried 7:0.
Ms. Tokioka moved to defer
CSC 2020-06 Discussion on the
plans and actions regarding
audits performed for the
following (ongoing):
C. Fiscal Year
2015-2016 Audit of
County Hiring
Practices (Report no.
15-01)
D. Fiscal Year
2017-2018 Follow-
up Audit of County
Hiring Practices
(Report no. 18-01)
Ms. Hahn seconded the motion.
Motion carried 7:0.
Civil Service Commission
Open Session
February 4, 2020
Page 4
SUBJECT
DISCUSSION
ACTION
CSC 2020-07 Discussion and possible outline of job expectations for the Director of
Human Resources (on -going).
A. Review samples of evaluation tools.
a. Department of Water Goals and Objectives
b. Evaluation Factors: Appointees/Managers
c. Self -Evaluation Letter
d. Position description and Charter
Ms. Ching proposed several options and advised a clear outline of job expectations for the
new HRD. She suggested they formulate a six month evaluation with a list of preliminary
expectations and guidelines that would evolve into an in-depth assessment. Ms. Ching also
suggested they consider developing a digital survey for the HR staff to complete that would
compile interaction and the internal function of the department. They should also plan to
address the HRMS (human resources management system) system and set June 30, 2020 to
encumber the CIP (capital improvement program) funds.
Ms. Tokioka advised the first responsibility should be to review the audit and develop an
action plan. There should also be an area that would look at the office structure, how things
are assigned and come up with a preliminary report on her findings for the commission to
Ms. Tokioka moved to defer
review.
CSC 2020-07 Discussion and
possible outline of job
expectations for the Director of
Human Resources. Ms.
Faulkner seconded the motion.
With no further discussion, Chair Iida asked the question.
Motion carried 7:0.
Announcements
Next Meeting: Tuesday, March 3, 2020 — 3:00 p.m., Mo'ikeha Building, Liquor Conference
Room 3.
Adjournment
With no objections, Chair Iida
adjourned the meeting at 3:31
p.m.
Civil Service Commission
Open Session
February 4, 2020
Submitted by:
Sandra Muragin, Commission Support Clerk
() Approved as circulated.
() Approved with amendments. See minutes of
Page 5
Reviewed and Approved by:
meeting.
Jeffrey Iida, Chair
DEPARTMENT OF HUMAN RESOURCES
ACTING DIRECTOR'S REPORT
TO THE
CIVIL SERVICE COMMISSION
FEBRUARY 2020
The Hawaii Government Employees Association's (HGEA) Unit 3 (clerical employees) funding bill
has gone through Is' reading and public hearing at the County Council. Final reading is scheduled
for March 4, 2020.
A tentative settlement has been reached with HGEA's Unit 4 (clerical supervisors). Ratification
voting will be held from February 27, 2020 to March 3, 2020.
Two weeks of arbitration hearings were held for HGEA's Unit 14 (Ocean Safety Officers and Law
Enforcement Officers). Because of the two (2) distinct groups of employees, the hearings were
lengthy as issues for both groups were presented. In addition, it was very difficult to arrive at any
type of settlement that both groups could agree on. As a result, there is currently a bill at the
Legislature proposing to split the bargaining unit -Unit 14 as Law Enforcement Officers (State) and
Unit 15-Ocean Safety Officers (County).
BerryDunn, consultant for the HRMS project will be on site from March 3-5, 2020. Meetings have
been scheduled with various departmental users to discuss business processes that are currently
being used for payroll and personnel transactions.
�e, zoao-DB
Administrative Services and Benefits
Meeting was held with Allstate Insurance Company as they will once again assist with open
enrollment for our flexible spending plan.
• New Hires: Accountant III
Administrative Specialist II (exempt)
Administrative Support Assistant
Bridge Maintenance Worker I
Bus Driver (exempt)
Bus Driver (substitute) (exempt)
Clerk Dispatcher I (exempt)
Deputy County Attorney (exempt)
Disaster Assistance Recovery, Mitigation & GIS Officer
(exempt)
Emergency Services Dispatcher
Field Operations Clerk (exempt)
Fiscal Officer II
Housing Assistance Specialist (exempt)
Mechanic Helper
Police Services Officer (8)
Program Compliance Specialist (exempt)
Program Specialist I (exempt)
Program Support Technician (2)
Public Housing & Development Program Specialist III
(exempt)
Senior Clerk
Solid Waste Worker I (2)
Solid Waste Worker II
Van Driver (substitute) (4) (exempt)
• Exit Interviews (Retirees): 0 of 0
• Exit Interview (Voluntary Separations.` Terminations) 3 of 3
• TDI Applications 4 (1 approved, 3 denied)
• Leave Sharing: I(approved)
• Reference Checks: 13
• Employment Verifications: 9
• Transactions:
New Hires
35
Separations
9
Reallocations
10
Promotions
6
Demotions
0
Transfers
14
Pay Increase
388
Suspension
0
Leave Without Pay
0
Short Term
11
*Miscellaneous Changes
8
-**Other
24
Seasonal
0
*Miscellaneous changes include expense distribution changes, schedule changes, personal data
changes, etc.
**Other includes end of extension of temporary reallocations, add delete pay codes, amended
payroll certifications, extension of initial probation, rescinded payroll certifications, etc.
Classification and Pay and Labor Relations
One (1) United Public Worker grievance was heard regarding the application and
compensation of holiday pay.
• Reallocations Processed: Accountant III to Accountant Trainee
Civil Engineer I to Civil Engineer IV
Civil Engineer VII to Advisor to the Board of Water Supply
Ocean Safety Officer I to Ocean Safety Officer II
Ocean Safety Officer II to Ocean Safety Officer I
Personnel Management Specialist II to HR Specialist I
Planner II to Planner III
Procurement & Specifications Specialist I to Treasurer
School Crossing Guard to Legislative Liaison
Treasury Support Clerk to Senior Clerk
• Desk Audits: None
• New Classes Adopted: None
• Administrative Reviews: None
Recruitment and Exam
• Continued to assist the Fire Commission with hiring a new Fire Chief with scheduling
interviews for fourteen (14) applicants. Interviews will be held on March I'', 2°d and 3rd
• Recruitments: Bridge Maintenance Worker I (2)
Bus Driver (substitute) (exempt)
Clerk -Dispatcher I (exempt)
Criminalist I
Deputy Prosecuting Attorney (exempt)
Disaster Assistance Project Manager (exempt)
Electrician (temporary) (exempt)
Environmental Services Management Engineer
Equipment Logistics Crew Leader
Equipment Operator II
Equipment Operator III
Evidence Custodian Assistant (exempt)
Investigator (exempt)
Liquor Clerical Assistant (exempt)
Personnel Management Specialist I
Personnel Support Clerk (exempt)
Site Manager (exempt)
Solid Waste Program Engineer (exempt)
Treasurer
Tree Trimming Heavy Truck and Aerial Platform
Operator
TVR Permit Enforcement Research Specialist
(exempt)
• Lists Referred to Departments: Assistant Waterworks Controller
Bus Driver (substitute) (exempt)
Civil Engineer II
Civil Engineer VI
Clerk -Dispatcher I (exempt)
Criminalist I
Deputy Prosecuting Attorney (exempt)
Disaster Assistance Project Manager (exempt)
Electrician (temporary) (exempt)
Emergency Services Dispatcher I
Environmental Services Management Engineer
Equipment Operator I
Evidence Custodian Assistant (exempt)
Fire Fighter II (Rescue)
Grant Specialist II
Information Specialist II
Investigator (exempt)
Liquor Clerical Assistant (exempt)
Ocean Safety Officer I
Park Security Officer I
Personnel Management Specialist I
Personnel Support Clerk (exempt)
Police Lieutenant
Police Sergeant
Police Services Officer
Public Housing & Development Program Specialist III
(exempt)
Senior Clerk
Sewer Maintenance Helper
4
• Written Exams Administered:
• Performance Exams Administered
• Administrative Reviews:
Payroll
Site Manager (exempt)
Solid Waste Program Engineer (exempt)
Transit Fleet Mechanic (exempt)
Treasurer
TVR Permit Enforcement Research Specialist
(exempt)
Utility Worker
Vehicle Registration and Licensing Manager
Wastewater Plant Operator Assistant
Water Service Investigator III
Emergency Services Dispatcher I (2)
Equipment Logistics Crew Leader
Lead Water Meter Mechanic
Janitor Working Supervisor (2)
Park Security Officer I (2)
Police Services Officer (2)
Sewer Maintenance Helper
Utility Worker
Water Service Investigator III
Equipment Operator I
Assistant Waterworks Controller (2) (sustained)
Fire Prevention Inspector II (sustained)
Janitor Working Supervisor (accepted)
Vehicle Registration and Licensing Manager
(accepted)
End of the year processing including preparation of tax forms (W-2s and 1095Cs) as well as
union due increases were completed.
Payroll system updated with new 2020 federal tax codes.
• Gross Payroll:
12/15/2019
$4,096,834
End of Month
$3,130,512
EUTF (Health Fund)
Active
Retiree
OPEB
$2,112,387
$ 723,097
$ 785,148
$ 604,142
ERS (Retirement)
$1,977,693
Social Security
$306,652
Medicare
$113,423
PTS SS Savings
$6,154
Employee Development and Health Services
• Three (3) new workers' compensation claims were filed this month; one (1) medical -only
claims and two (2) controverted claims.
• Bi-monthly reviews for fifteen (15) workers' compensation claims from Public Works,
Parks and Recreation, Police, Fire, Water, and Transportation were held with FIRMS (First
Insurance Risk Management Services) and Atlas Insurance to monitor progress and
determine course of action for high costing, problematic and long standing cases and
strategies for new cases on problems that can be foreseen.
• Annual OSHA Logs and Summaries were completed and posted at all County facilities as
required.
• Training was provided for new supervisors of the Kaua'i Fire Department (KFD) on
Performance Evaluations and Drug: Alcohol Testing procedures.
• Equipment/Driver Training: 6 Cubic Yard Dump Truck (I Public Works' employee)
Hooklift Truck/Roll-Off Truck (1 Public Works' employee)
Roller (1 Public Works' employee)
Tractor Nlower (1 Public Works' employee)
Tractor Truck & Trailer (1 Public Works' employee)
Bushwhacker (2 Public Works' employees)
Excavator (I Public Works' employee)
EEO/ADA
• Approximately forty (40) individuals from the County and State and private contractors,
engineers and architects attended the State Disability and Communications Access Board's
(DCAB) training on ADA construction and modifications.
• As part of an EEO settlement agreement, training continued and has now been completed
for all employees at the Office of the Prosecuting Attorney on EEO and ADA issues.
9
Civil Service Commission - Human Resources Director Goals:
Goal #1— Audit Findings and Recommendations performed for Fiscal Year 2015-2016 Audit of
County Hiring Practices (Report No. 15-01) and Fiscal Year 2017-2018 Follow-up Audit of
County Hiring Practices (Report No. 18-01)
Processes has improved but has not completed corehensive recruitment . olicies.
rnutcome
Objectives
Success Measurements
Desired O
Status
Reassess current
Partially Implemented.
procedures and controls
to ensure compliance
with HRS and County
policy to establish fair
and consistent hiring,
promotions, transfers, and
reallocations.
Internal policies should
Not Implemented
be reviewed for best
practices, clearly written,
regularly communicated
to DIIR staff, and held to
the same standard of
authority as HRS.
Goal #2 — Audit Findings and Recommendations performed for Fiscal Year 2015-2016 Audit of
County Hiring Practices (Report No. 15-01) and Fiscal Year 2017-2018 Follow-up Audit of
County Hiring Practices (Report No. 18-01)
_Documentation of persi
Objectives
Maintain an audit trail of
sufficient documentation
to support all personnel
activity during an
employee's career with
the County.
Consult with the County
Attorney to implement a
comprehensive policy
that ensures compliance
with document retention
and maintenance
requirements at the
federal, state, and county
levels.
1el actions has improved but opportunities for im
Success Measurements I Desired Outcome
rement still exist.
Status
Partially Implemented.
Partially Implemented.
ebb 24a0 - to A
Page I of 3 CSC HRD Goals Draft Copy 2 11 20
Goal #3 — Audit Findings and Recommendations performed for Fiscal Year 2015-2016 Audit of
County Hiring Practices (Report No. 15-01) and Fiscal Year 2017-2018 Follow-up Audit of
County Hiring Practices (Report No. 18-01)
Lack of adequate documentation proving policies and legal requirements have been followed
regarding excluded managerial positions creates risk for the County. _
Objectives I Success Measurements I Desired Outcome Status
Ensure sufficient controls
and procedures are in
place for all types of
personnel actions, in
particular for those that
allow civil service
requirements to be
bypassed as these subject
the county to the greatest
amount of risk.
Goal #4 — Human Resources Management System (HRMS) Project
Not Implemented
Consultant BerryDunn to develop and complete a Request For Proposal (RFP) to solicit proposals for
a new HRMS that focuses on employee records and payroll and select new vendor.
Objectives Success Measurements Desired Outcome Status J
Develop and complete a
Request For Proposal for
a new HRMS.
Goal #5 — Human Resources Management System (HRMS) Project
Consultant BerryDunn to secure a vendor contract for a new HRMS before the June 30, 2019 fiscal
year deadline.
Objectives Success Measurements Desired Outcome Status
Secure a vendor contract
for a new HRMS by June
30, 2019.
Page 2 of 3 CSC HRD Goals Draft Copy 2 1120
Goal #6 — Human Resources Department
Assess office structure and vroductivity of staff assi
Objectives I Success Measurements € Desired Outcome I Status €
Goal #7 — Human Resources Department
Develop plans and actions for team building.
Objectives
Success Measurements
Desired Outcome
Status
Page 3 of 3 CSC HRD Goals Draft Copy 2 1 120
Section 14.13. Duties and Functions of the Zoning Board of Appeals. In
accordance with such principles, conditions, and procedures prescribed by ordinance
or administrative rule, the zoning board of appeals shall:
A. Conduct hearings in accordance with chapter 91, Hawai`i Revised Statutes
regarding the violation of the zoning and subdivision ordinance and the
regulations adopted thereunder;
B. Hear and determine appeals alleging error from any person aggrieved by a
decision or order of the director regarding the application, interpretation, or
enforcement of zoning and subdivision ordinances as prescribed by
ordinance;
C. Conduct hearings for land -use -related appeals which the board may be
required to pass on pursuant to the charter or ordinance; and
D. Adopt rules of procedure for the conduct of the board's business.
The zoning board of appeals shall be part of the department for administrative
purposes and the county shall provide necessary training, administrative, and legal
assistance to the board. (Amended 2016)
Section 14.14. Appeals. Appeals from any decision of the planning commission or
the zoning board of appeals shall be instituted in the circuit court within thirty days
after service of a certified copy of the decision of the commission or the board. All
commission and board proceedings and appeals shall be in conformity with the
Hawaii Administrative Procedure Act. (Amended 2016)
ARTICLE XV
DEPARTMENT OF HUMAN RESOURCES
Section 15.01. Organization. There shall be a department of human resources
consisting of a civil service commission, a director, and the necessary staff for the
purpose of establishing a system of personnel administration based upon merit
principles, devoid of any bias or prejudice, and generally accepted methods governing
classification of positions and the employment, conduct, movement, and separation of
public officers and employees. (Amended 2014)
Section 15.02. Civil Service Commission Organization. The civil service
commission shall consist of seven members who shall be in sympathy with and who
shall believe in the principles of the merit system in public employment. Of the
members appointed, one shall be selected from among persons employed in private
industry in either skilled or unskilled laboring positions as distinguished from
executive or professional positions. (Amended 2006)
- 26 - 2018
Section 15.03. Powers and Duties. The civil service commission shall:
A. Adopt rules and regulations to carry out the civil service and compensation
laws of the state and county. Such rules and regulations shall distinguish between
matters of policy left for the determination of the commission, and matters of
technique and administration to be left for execution by the director.
B. Hear and determine appeals made by any officer or employee aggrieved by
any action of the director or by any appointing authority. Appeal from the decision of
the commission shall be as provided by law.
C. Advise the mayor and director of human resources on problems concerning
personnel and classification administration.
D. Execute such powers and duties as may be provided by law.
Section 15.04. Director of Human Resources. The director of human resources
shall have had a minimum of five years of training and experience in personnel
administration either in public service or private business, or both, at least three
years of which shall have been in a responsible administrative capacity and shall be
in sympathy with the principles of the merit system. The director shall be appointed
and may be removed by the commission. The director shall be the head of the
department of human resources and shall be responsible for the proper conduct of all
administrative affairs of the department, and for the execution of the human
resources management program prescribed in this charter and in the ordinances and
regulations authorized by this charter. (Amended 2014)
Section 15.05. Human Resources Management Program. The director of
human resources shall be responsible for the execution of the human resources
management program, which shall include:
A. Classification, recruitment, selection, employment, deployment, promotion,
evaluation, discipline, and separation of employees.
B. Labor relations and negotiations.
C. Administration of employment policies and trainings related to employee
benefits, conduct, development, and safety and injury prevention.
D. Workers' compensation.
E. Equal employment opportunities.
F. Workforce coordination and planning.
G. Administration of the civil service system as prescribed by statute.
H. Other related duties as may be determined by the mayor. (Amended 2014)
- 27 - 2018
COUNTY OF KAUA'I
POSITION DESCRIPTION
DIRECTOR OF HUMAN RESOURCES
I. Job Purpose
This position is responsible to the Civil Service Commission for the strategic human
resources planning to provide the County with a human resources management program
conducive to the County's overall goals and objectives and in accordance with the County
Charter.
This position works with the Mayor and other members of the Mayor's cabinet to ensure the
County's compliance with laws, rules, and administrative rulings of governmental
organizations and other regulatory and advisory authorities relative to human resources
management and equal opportunities.
As a cabinet level position, this position may be called upon by the Mayor or Managing
Director to serve in various capacities outside the realm of human resources management.
As an example, this position may be assigned to County or state-wide ad hoc committees or
other entities.
II. Essential Duties and Responsibilities
Plans, directs and implements all aspects of the County's human resources management
program including but not limited to recruitment, placement, classification and
compensation, training and employee relations, labor relations'collective bargaining,
maintenance of personnel records and reports, incentive and service awards, health and
safety, organizations and staffing, and Equal Employment Opportunity: Affirmative Action
Programs. Receives advice from and reports to the Civil Service Commission on issues and
problems relating to personnel and human resources administration.
Responsible for the County's recruitment program which includes establishing a new hire
orientation program, identifying the needs of the various departments, develop and
implement strategies to meet those needs, evaluating outcomes and filling positions with
qualified and competent individuals. Ensures the timely and appropriate filling of vacancies
that conform to applicable laws, rules, and collective bargaining agreements. Coordinates
compensation and benefits program that will attract and retain qualified individuals.
Oversees the position classification, compensation and benefits program for the County;
ensures accurate and current description and classification of positions in accordance with
established specifications; initiate new and revised class specifications to meet the needs of
new and revised functions and responsibilities, the analysis of job requirements, staffing
patterns, class specifications, and organization charts in the review of positions within the
County of Kauai. Reviews proposed organization changes and the preparation of
Position Description DHR-Final Draft Approved 2.26.19 - Page 1 of 3
justifications for reorganization as required. Provides department heads with the necessary
support and guidance to achieve desired organizational effectiveness.
Responsible for the employee development and training programs; analyzes training needs
with department managers; establishes organizational and personnel development programs
which effectively identify and meet the needs of the County organization and individuals
within the organization; ensures any required training is implemented and completed by the
appropriate personnel.
Provides direction, interpretation, training, general guidance and counsel to managers, staff
and employees regarding collective bargaining agreements. Develops and coordinates a
comprehensive labor relations program to ensure prompt, fair and consistent administration
of the bargaining unit contracts and resolution of grievances, appeals and'or complaints.
Investigates, conducts hearings and prepares responses for grievances, appeals and:'or
complaints in a timely manner. Identifies alternatives and recommends action to be taken.
Serves as the mayor's representative and spokesperson at the bargaining table with public
sector unions. Receives, reviews, assesses probabilities, and evaluates the impact of
proposed contract changes. Fonnulates and recommends strategies, goals, and objectives for
negotiations with representatives of other jurisdictions.
Responsible for the safety and worker's compensation program which involves the handling
of worker's compensation claims and cases, monitoring ongoing cases, investigating and
reviewing questionable claims, collecting and analyzing accident infonnation, settling claims
and coordinating job placement efforts. Establishes and maintains a safety program that seeks
ways to continue injured employees productivity and self-esteem through effective return to
work programs and strives to reduce occurrence of accidents. Serves as a liaison between
the injured employee and third party administrator.
Plans, develops and updates, organizes, implements and monitors policies and procedures to
ensure the County's compliance with applicable laws and rules on fair employment, the
Americans with Disabilities Act, and other similar laws, including ensuring that County
facilities, programs, and other activities are equally available to all individuals.
Responsible for the maintenance of personnel records and files; manages leaves of absence
programs and the department's drug and alcohol testing program; ensures the timely and
accurate processing of payroll; develops and implements the annual budget for the Human
Resources department; ensures department is operated within approved budget.
Continually evaluate the County's human resources management structure and employees
and plans for continual improvement of the efficiency and effectiveness of these employees
as well as providing them with professional and personal growth opportunities.
May perform other duties as appropriate
Position Description DHR-Final Draft Approved 2.26.19 - Page 2 of 3
III. Qualifications
a. Required
Minimum five (5) years of training and experience in personnel administration either in
public service or private business, or both, at least three (3) years of which shall have
been in a responsible administrative capacity; knowledge of the principles and methods
of personnel administration and belief in applying merit principles and scientific
administrative methods to public personnel administration.
b. Preferred
Bachelor's degree in human resources management, business administration or public
personnel administration, industrial relations, or a related field desired; human resources
management experience may be substituted on a year for year basis.
General knowledge of Hawaii employment laws, strategic management, public
personnel, administration policies, practices and techniques, recruitment and placement,
position classification, workforce planning, employee and labor relations, occupational
health and safety, and compensation and benefits.
Excellent verbal and written communication skills; strong program and organizational
skills; ability to develop and maintain strong interpersonal relationships with county
leaders, department managers and staff, supervise and train staff; computer literate;
proficient with Microsoft office (outlook, word, excel, power point) and human
resources information systems preferred.
IV. Physical Demands and «'ork Environment
On a regular basis position requires sitting, use of hands to finger, handle, and feel, bend,
stoop, climb, reach with hands and arms and lifting and or moving up to 10 pounds.
Occasionally requires standing and walking and lifting and or moving up to 25 pounds.
Position Description DHR-Final Draft Approved 2.26.19 - Page 3 of 3